For the change professional, stakeholder commitment is a crucial element in successful corporate change. This situation avoids having the project fail because of a learning curve for new shareholders and the occasional Johnny-come-lately second guessing that may go on when a new person enters a project mid-stream. Nonetheless, the growing trend in the corporate world is to use position rotation to improve worker value. While, usually, position rotation is good for firms, it can have an obvious effect on stakeholder dedication to a company change process. There’s no set period for position revolution. It can run as short as 18 months, but the average is 3 years before lateral rotation or promotion. Statistically, change initiatives have a poor success rate.

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